Introduction
Despite growing awareness and efforts to promote gender equality, women continue to face various challenges in organizations, both at the time of entry and during their survival or career progression. These barriers stem from deep-rooted gender stereotypes, structural inequalities, workplace cultures, and a lack of support systems. This essay highlights the key problems faced by women, supported by recent data and case studies from India and around the world.
Problems Faced by Women During Entry into Organizations
1. Gender Stereotypes and Biases
Women are often stereotyped as being less committed due to perceived family responsibilities. Certain jobs (like engineering or policing) are seen as ‘male-dominated’ and unsuitable for women.
Data: According to the India Skills Report 2023, only 27% of women applied for jobs in STEM fields.
2. Limited Opportunities
Women are often offered fewer job opportunities, especially in senior technical roles or field-based jobs.
Case: A study by McKinsey (2023) showed that women made up only 19% of mid-level managers in the tech sector globally.
3. Inadequate Facilities
Workplaces often lack gender-sensitive infrastructure like separate restrooms, safe transportation, and maternity support, which discourages female applicants.
4. Pay Disparities
Even at the entry-level, women are often offered lower salaries compared to men for the same roles.
Data: Monster India’s Gender Pay Gap Report 2022 revealed that women earn 22% less than men in similar roles.
Problems Faced During Survival and Career Progression
1. Work-Life Balance Challenges
Women, especially mothers, face difficulties in managing household responsibilities along with professional demands due to a lack of flexible working hours or childcare support.
2. Glass Ceiling Effect
Many women reach middle management but are unable to move to top positions due to unconscious bias, lack of mentorship, and exclusion from informal networks.
Data: Women hold only 8.9% of board seats in Indian companies (SEBI Report, 2022).
3. Workplace Harassment and Safety Concerns
Sexual harassment, gender-based discrimination, and lack of grievance redressal mechanisms make survival difficult for women in organizations.
Case: The #MeToo movement in India exposed how many women were silenced or forced to quit jobs due to harassment.
4. Lack of Leadership Development
Women are less likely to be included in high-visibility projects or leadership training programs, limiting their career growth.
5. Unconscious Bias in Performance Evaluation
Women’s contributions are often underrated, and their assertiveness may be misinterpreted as aggression, affecting promotions.
Case Studies
1. Kiran Mazumdar-Shaw (Biocon)
Despite starting Biocon in a male-dominated biotech industry, she faced constant skepticism from investors and peers. Her success highlights how persistent gender biases are, even for top-performing women.
2. Women in the Indian Police Force
Many female police officers report gender bias, lack of support from male colleagues, and family pressure to quit, despite government initiatives to increase their representation.
3. Urban vs. Rural Divide
Women in urban areas have better access to education and jobs, but still face discrimination. In rural India, women’s participation in formal organizations is significantly lower due to mobility, literacy, and cultural restrictions.
Recommendations
- Implement gender-sensitive hiring practices and infrastructure.
- Introduce mentorship and leadership programs for women.
- Enforce equal pay policies and transparency in salary structures.
- Create strict anti-harassment frameworks and training.
- Encourage flexible work arrangements and parental leave for both genders.
Conclusion
Women face several systemic and cultural barriers in organizations that begin at the entry stage and continue throughout their careers. Data and real-life examples clearly show that unless workplaces become more inclusive, women will remain underrepresented in leadership and decision-making roles. Organizations must take proactive steps to ensure gender equality not just in hiring but in day-to-day culture and policy implementation.